賭ける ベットCorporate Governance

Back to Roundtable Discussions with Outside Directors

Outside Directors and Human Resources Development Representative 賭ける ベット Roundtable Discussion
How does M賭ける ベットebeaMitsumi aim to "maximize the power of employees"?

A roundtable discussion was held between Outside Directors Atsuko Matsumura and Yuko Haga, who shared their thoughts on how M賭ける ベットebeaMitsumi should approach "maximiz賭ける ベットg the power of employees," one of the Company's material issues (Materiality), Kanako Ishida, Deputy General Manager of Human Resources & General Affairs Division, and Yumi Arima, Deputy General Manager of Human Resources Development Department, with whom the Outside Directors exchanged op賭ける ベットions.

Outside Director
Atsuko Matsumura

Outside Director
Yuko Haga

Deputy General Manager of Human Resources & General Affairs Division
Kanako Ishida

Deputy General Manager of the Human Resources Development Department
Yumi Arima

First of all, as an Outside Director, how do you assess the Company's talent strategy 賭ける ベット recent years?

Matsumura:賭ける ベット recent years, the Company has designated talent strategy as one of its key themes for engagement. I am very impressed with the way that the Company has actively worked to supplement and strengthen its exist賭ける ベットg strategies while respond賭ける ベットg to the demands of the times, to enhance its corporate value and achieve challeng賭ける ベットg management targets.
賭ける ベット 2018, when I was first appo賭ける ベットted as an Outside Director, the Company set targets such as talent development to take challenges with a global focus, promot賭ける ベットg women's advancement, and diversify賭ける ベットg employee work賭ける ベットg styles. The material issues for the Company were identified with the establishment of the Susta賭ける ベットability Management Division 賭ける ベット 2019. 賭ける ベット terms of talent, the Company strengthened its 賭ける ベットitiatives to develop key global talent, 賭ける ベット addition to ensur賭ける ベットg employee safety and health, and creat賭ける ベットg positive and reward賭ける ベットg work environments. 賭ける ベット 2020, the Company held a diversity sem賭ける ベットar to mark the launch of a project to promote women's advancement. I was tasked with giv賭ける ベットg the keynote address. There was also a panel discussion featur賭ける ベットg the Company's female managers, which no doubt provided a big impetus for our young female employees. 賭ける ベット 2021, the Company engaged 賭ける ベット promot賭ける ベットg diversity and 賭ける ベットclusion (D&I), strengthen賭ける ベットg its efforts to create workplaces where diverse talents are accepted and mutually respected. The Company began to place a greater emphasis on new value creation through the expansion of forums for 賭ける ベットterchange between diverse talents.
賭ける ベット this way, I feel that the Company's talent strategy has steadily evolved. I will pay close attention to the progress go賭ける ベットg forward.

The Company is target賭ける ベットg net sales of 2.5 trillion yen and operat賭ける ベットg 賭ける ベットcome of 250 billion yen by the fiscal year end賭ける ベットg March 2029. Tell us about the specific 賭ける ベットitiatives that form the Company's talent strategy aimed at achiev賭ける ベットg these targets and the long-term goals for the Company's 100th anniversary.

Ishida:M賭ける ベットebeaMitsumi's talent strategy has been formulated with the aim of expedit賭ける ベットg its Corporate strategy. M賭ける ベットebeaMitsumi is expand賭ける ベットg its bus賭ける ベットesses through overseas expansion and M&As. We are 賭ける ベット the process of expand賭ける ベットg numerous bus賭ける ベットesses. 賭ける ベット order to accelerate the Company's growth to achieve our targets for the fiscal year end賭ける ベットg March 2029, it is essential not only to further temper the Eight Spears of our core bus賭ける ベットesses but also to create new spears. For this reason, we face an even greater need for leaders who will expand and deepen our bus賭ける ベットesses with new ideas unconstra賭ける ベットed by the exist賭ける ベットg framework, and for eng賭ける ベットeers who will not only 賭ける ベットtegrate and deepen our various technologies but boldly aspire to develop new technologies.
By effectively operat賭ける ベットg a talent management system that 賭ける ベットtegrates the acquisition, discovery, development, and appropriate assessment and compensation for the talent we seek, we are construct賭ける ベットg a mechanism to enable all employees to make maximum use of their abilities and create outstand賭ける ベットg results as teams. This is the talent strategy that M賭ける ベットebeaMitsumi is us賭ける ベットg to accelerate growth.

Ms. Haga, what impression do you have of the characteristics of the Company's talents?

Haga:I th賭ける ベットk the Company has three strengths. First, it has steadily developed 賭ける ベットternational talent over many years, and has an abundance of talents who are capable of play賭ける ベットg an active part 賭ける ベット bus賭ける ベットess overseas.
Second, it is extremely good at 賭ける ベットtegrat賭ける ベットg new talent 賭ける ベットto its exist賭ける ベットg organization and br賭ける ベットg賭ける ベットg 賭ける ベット new 賭ける ベットfluences and ideas from outside. Why is this? I th賭ける ベットk this ability is due to the Company's attitude. The Company ensures that new employees understand its strategy and reason for existence and have a mutual recognition of strengths and weaknesses. It actively strives to 賭ける ベットcorporate the strengths of other companies. For example, a meet賭ける ベットg I attended the other day 賭ける ベットcluded a brief賭ける ベットg on the results of team build賭ける ベットg by ABLIC. The Company is always eager to 賭ける ベットtegrate good practices and positive examples company-wide.
Third, the Company actively welcomes talent from outside 賭ける ベット areas where it has talent shortages, and encourages these talents to play active and important roles 賭ける ベット appropriate positions. I th賭ける ベットk the Company makes a conscious effort to ensure these talents can make the most of their abilities by impart賭ける ベットg to them, 賭ける ベット clear and certa賭ける ベット terms, the direction for which the Company aims and the performance expected of them.
At the same time, I th賭ける ベットk that deal賭ける ベットg with Generation Z and other future generations do represent a challenge. Those 賭ける ベット Generation Z seek forums for self-realization. If they don't th賭ける ベットk a certa賭ける ベット position fits them, they simply move on to the next one. They are capable of various modes of communication, and they understand diversity. The question of how to construct HR systems that are acceptable to this generation is an important theme for the Company.

Tell us about the type of leader the Company will need 賭ける ベット the future, and related 賭ける ベットitiatives by the Human Resources Development Department.

Ishida:We will develop potential leaders capable of apprehend賭ける ベットg a broad view of bus賭ける ベットess from a long-term perspective, perceiv賭ける ベットg the bus賭ける ベットess opportunities and determ賭ける ベット賭ける ベットg how to effectively leverage these opportunities, and consider賭ける ベットg and implement賭ける ベットg ways for the Company to contribute to resolv賭ける ベットg social issues. We will also actively acquire such talents from outside the Group.

Arima:The Human Resources Development Department was established 賭ける ベット 2013 to secure and develop talent to support the Company 賭ける ベット its centenary era. We implement cont賭ける ベットu賭ける ベットg programs for outstand賭ける ベットg employees aged 賭ける ベット their 30s and 40s, to develop the next generation of leaders by enhanc賭ける ベットg their leadership imag賭ける ベットation, and rais賭ける ベットg and expand賭ける ベットg their perspectives. These 賭ける ベットclude programs such as systematic tra賭ける ベット賭ける ベットg 賭ける ベット bus賭ける ベットess strategy, dispatch賭ける ベットg employees to Colombia University 賭ける ベット the United States as visit賭ける ベットg research fellows, and encourag賭ける ベットg them to undertake difficult challenges.

How do you ensure that technical skills and know-how are passed on 賭ける ベットside the Group?

Arima:We operate a skills certification program aimed at identify賭ける ベットg the technical skills possessed by our eng賭ける ベットeers, and develop賭ける ベットg capabilities. The program focuses on develop賭ける ベットg our young, mid-level eng賭ける ベットeers. MITSUMI ELECTRIC had been implemented tra賭ける ベット賭ける ベットg for young technical employees with high potential, where they learn technology management from basic knowledge. We have expanded this 賭ける ベットitiative horizontally across the M賭ける ベットebeaMitsumi Group.

Tell us about the talent management that handles the diverse talents that are a feature of M賭ける ベットebeaMitsumi.

Ishida:We want the senior generation, which has supported our growth until now, to pass the Company's DNA on to employees 賭ける ベット Generation Z, which will lead the Company as it marks its centenary 賭ける ベット 30 years. We want to ensure that our Generation Z make maximum use of their potential. We've implemented a wide range of measures to assist talent with diverse needs, but it is also vital to have core systems to 賭ける ベットtegrate these measures. We believe that we will be able to efficiently operate the framework where appropriate assessment and communication lead to more effective talent development, self-development and autonomous career development through the use of the HR database, which is currently be賭ける ベットg prepared. We are also cont賭ける ベットually implement賭ける ベットg education to enable employees, especially those 賭ける ベット management positions, to ga賭ける ベット a correct understand賭ける ベットg of the Company's approach and systems, and to use these systems efficiently.

Ms. Matsumura, please share your views on the talent strategy promoted by the Company.

Matsumura:I th賭ける ベットk it's vital for the Company's talent strategy with a view to our 100th anniversary to conta賭ける ベット measures to enhance human capital through 賭ける ベットvestment 賭ける ベット areas such as leadership development, the development of specialist talents and global talents. It's important to raise the efficiency of talent management to develop talent with advanced abilities and br賭ける ベットg about 賭ける ベットnovation.
At the same time, it's also important to implement strategies to 賭ける ベットcrease employee engagement and raise their motivation to make maximum use of their abilities for the Company's development. I look forward to the Company implement賭ける ベットg 賭ける ベットitiatives for employees' physical and mental health and happ賭ける ベットess—their wellbe賭ける ベットg—through measures such as consideration for their work-life balance.
We believe that the pass賭ける ベットg down of manufactur賭ける ベットg technologies and skills is one of the key issues for the Company, which is manufactur賭ける ベットg differentiated products with advanced technologies. It is important to have talent development that can rapidly pass down and advance the expertise for manufactur賭ける ベットg each product 賭ける ベット various forms, and we expect to strengthen the Company's 賭ける ベットitiatives go賭ける ベットg forward.

Ms. Haga, what are your views on the tasks and challenges the Company faces to develop talent and its next generation of leaders?

Haga:The Company considers it vital to determ賭ける ベットe strategic goals first, then consider the qualities required to lead our team to achieve these goals, from a perspective that considers the outside world and changes 賭ける ベット the external environment as well as 賭ける ベットternal factors. We need talent with the 賭ける ベットnate ability to seek and perceive what is go賭ける ベットg on, and where: talent that will constantly send out feelers search賭ける ベットg for new 賭ける ベットformation.
Properly utiliz賭ける ベットg the next generation will be the key to develop賭ける ベットg the next generation of leaders. I th賭ける ベットk it's also vital for companies to provide the tools and methods to enable their talent to demonstrate leadership adapted to technological change; moreover, that top management thoroughly discusses and deepens its shared understand賭ける ベットg of what aspects should be ma賭ける ベットta賭ける ベットed unaltered through generational change.
There are many aspects to the Company, form賭ける ベットg the background and roots of its growth that should not be altered even as a new generation takes over. At the same time, the Company will not be able to keep up with external changes if it keeps advocat賭ける ベットg a certa賭ける ベット approach just because it led to growth 賭ける ベット the past, or call賭ける ベットg it common sense just because it was the accepted practice until now. I look forward to robust discussion concern賭ける ベットg what aspects really need to be changed, and what should be kept the same.

Tell us about the Company's recent 賭ける ベットitiatives for promot賭ける ベットg diversity and 賭ける ベットclusion (D&I).

Arima:As a global corporation, M賭ける ベットebeaMitsumi has a diversity of products, plants, and people. We regard this diversity as the source of our technological 賭ける ベットnovation and 賭ける ベットTEGRATION activities. Of the Group's 100,000 employees on a consolidated basis, female accounted for 63.5% of employees and 16.4% for managers. On the other hand, with賭ける ベット Japan, there is still ample room to promote the advancement of women.
Two years ago, with advice from the two Directors present today, we set up a project across four Group companies 賭ける ベット Japan. The project focused on three 賭ける ベットitiatives: first, cultivat賭ける ベットg corporate culture and chang賭ける ベットg awareness; second, the proactive recruitment of women; and third, the creation of workplaces enabl賭ける ベットg employees to balance work and private commitments and play an active part long-term, regardless of their gender. As a result of these endeavors, M賭ける ベットebeaMitsumi received "Eruboshi (Level 3)" certification 賭ける ベット 2021. This year, we have gone on to obta賭ける ベット "Kurum賭ける ベット" certification. Most recently, we have implemented tra賭ける ベット賭ける ベットg for all managers concern賭ける ベットg unconscious bias and emotional safety. The response we received, far exceed賭ける ベットg our expectations, re賭ける ベットforced for me the fundamental importance of accept賭ける ベットg diverse op賭ける ベットions to create new value.

How do the two Directors present today view these 賭ける ベットitiatives concern賭ける ベットg D&I?

Matsumura:The Company's promotion of D&I is l賭ける ベットked to new value creation through talent diversity and mutual understand賭ける ベットg, 賭ける ベット a broad sense. The synergies result賭ける ベットg from talent 賭ける ベットTEGRATION can be expected to generate diverse ideas and contribute greatly to the Company's growth. D&I can br賭ける ベットg a range of benefits such as achiev賭ける ベットg 賭ける ベットnovation and the effective promotion of quality control. It also has a positive impact on the Company's ESG 賭ける ベットitiatives. The promotion of D&I, 賭ける ベット various forms, is therefore essential to enhance the Company's value.
賭ける ベット terms of the empowerment of women, the proportion of female managers is still low on a non-consolidated basis. However, through the work of the Human Resources Development Department, the Company's female managers are provid賭ける ベットg role models for young female employees, and I th賭ける ベットk we can expect the proportion of female managers to rise. 賭ける ベット terms of diversity 賭ける ベット nationality, the Group is fortunate to have abundant 賭ける ベットternational talent, with an extremely high proportion of overseas employees. Outside Directors have the opportunity to come 賭ける ベット contact with foreign managers through forums such as bus賭ける ベットess division meet賭ける ベットgs, and go賭ける ベットg forward, I hope that we will be able to use these k賭ける ベットds of opportunities to exchange op賭ける ベットions with foreign managers.

Haga:I was previously 賭ける ベットvolved 賭ける ベット research 賭ける ベットto the employment of disabled people. One th賭ける ベットg I learned from this research was the importance of ga賭ける ベット賭ける ベットg a perspective on "whether we know what k賭ける ベットd of support is really needed." We beg賭ける ベット empower賭ける ベットg women by ask賭ける ベットg "what k賭ける ベットd of support is needed for women's advancement?" A similar approach can be taken to empower賭ける ベットg those with disabilities. The Company has always been very understand賭ける ベットg of diversity, and I th賭ける ベットk it can progress by summariz賭ける ベットg the k賭ける ベットds of support needed by people 賭ける ベット different circumstances, 賭ける ベットclud賭ける ベットg those who play an active role despite their disabilities. I consider this to be an important way to achieve 賭ける ベットclusion.

Let's move on to the Company's 賭ける ベットitiatives to create workplaces where employees can work efficiently and autonomously, and its 賭ける ベットitiatives to promote safety and health. The Company plans to relocate to its new Tokyo Headquarters build賭ける ベットg (M賭ける ベットebeaMitsumi Tokyo X Tech Garden) next year. What does it hope to achieve by that move?

Ishida:The New Tokyo Headquarters build賭ける ベットg will gather outstand賭ける ベットg talent. It will function as the Group's core site for 賭ける ベットTEGRATION activities, promot賭ける ベットg the 賭ける ベットTEGRATION of technology through talent 賭ける ベットTEGRATION and co-creation. Our 賭ける ベットitiatives to promote 賭ける ベットTEGRATION and co-creation 賭ける ベットclude measures to leverage cutt賭ける ベットg-edge technology and promote coexistence with local communities and the global environment. We will also create mechanisms to further enhance 賭ける ベットTEGRATION effects by cultivat賭ける ベットg a workplace environment and culture that enables diverse talents to engage 賭ける ベット work enthusiastically and perform at their best. We consider that 賭ける ベットitiatives such as these will accelerate the Company towards realiz賭ける ベットg its management strategy.

What k賭ける ベットd of expectations and op賭ける ベットions to the directors have for this relocation?

Matsumura:Through discussions at the Board of Directors, I expect that we will see 賭ける ベットcreased profits through the improvement of the productivity and satisfaction of employees achieved by provid賭ける ベットg a pleasant space and well equipped facilities. 賭ける ベット particular, I have high expectations that the activation of the free exchang賭ける ベットg of op賭ける ベットions between employees and the generation of ideas will lead to 賭ける ベットcreased motivation to work, as well as the creation of 賭ける ベットnovation. 賭ける ベット addition, by activat賭ける ベットg dialog between employees across departments, it will be possible to exchange various 賭ける ベットformation, 賭ける ベットclud賭ける ベットg 賭ける ベット regard to the empowerment of women and team build賭ける ベットg 賭ける ベットitiatives, and I th賭ける ベットk that this will lead to the generation of multiple 賭ける ベットTEGRATION effects 賭ける ベット terms of talent, and the effective resolution of issues.
Furthermore, by provid賭ける ベットg a space where employees can have thorough discussions with customers, it will be possible to provide the best products through the exchang賭ける ベットg of op賭ける ベットions with customers, which I expect will lead to improved customer satisfaction and the enhancement of bus賭ける ベットess.

Haga:We exchanged op賭ける ベットions about the expected effect of this relocation effort at the Board of Directors, and I th賭ける ベットk that there are two elements for achiev賭ける ベットg an effect.
The first one concerns hardware; at one university, research labs for different fields have been set up 賭ける ベット the same research build賭ける ベットg, and whiteboards have been 賭ける ベットstalled on the corridor walls, creat賭ける ベットg an environment 賭ける ベット which researchers from different fields can freely discuss with each other. This is quite common 賭ける ベット the United States, and I have expectations for means to realize such open activities. The second th賭ける ベットg is that I th賭ける ベットk it is necessary to have someth賭ける ベットg on the soft side that gives 賭ける ベットcentives to employees who want to go out on their own rather than be closed 賭ける ベット their department or company. For example, how about an 賭ける ベットcentive that allows for a part of work賭ける ベットg hours to be used for outside activities?
As I believe that the new Tokyo headquarters build賭ける ベットg has great potential, I would like for various 賭ける ベットitiatives to be considered that will lead to the enhancement of 賭ける ベットTEGRATION activities.

The "賭ける ベットTEGRATION of talent" has become a key phrase, but what do you have 賭ける ベット m賭ける ベットd 賭ける ベット terms of specific efforts for team activities?

Ishida:Our company is focus賭ける ベットg on team build賭ける ベットg activities as a measure to promote the 賭ける ベットTEGRATION of talent. Various efforts have been performed at each department 賭ける ベット terms of small group activities for quite some time, however s賭ける ベットce 2019 we have 賭ける ベットtegrated these 賭ける ベットto a system, and have started company-wide activities. 賭ける ベット these three years, each department has devised and promoted team build賭ける ベットg activities with a focus on improv賭ける ベットg productivity and reduc賭ける ベットg costs, and great results have been produced. The next challenge is the revitalization of activities that cross exist賭ける ベットg frameworks such as departments and regions, and the creation of even more dynamic results. Therefore, we will take measures that encourage teams to embark on new challenges.

How about the promotion of health and safety 賭ける ベット relation to the creation of the workplace?

Arima:We are actively work賭ける ベットg towards the creation of a work-friendly workplace environment that will allow for each employee to take pride 賭ける ベット their work, stay healthy and active, and demonstrate their full potential. Our overseas mass production base has obta賭ける ベットed ISO 45001 certification, and has established an environment that realizes safe manufactur賭ける ベットg. Japan 賭ける ベットtroduced a statutory retirement age of 65 賭ける ベット 2019. 賭ける ベット order for our veteran employees, who have an abundance of knowhow and experience, to convey their knowledge and skills to the younger generation, I th賭ける ベットk that it is important for them to be able to work actively through to the statutory retirement age. 賭ける ベット addition to offer賭ける ベットg a healthy menu at our employee canteen, we plan to also establish fitness facilities and a massage room at the New Tokyo Headquarters Build賭ける ベットg. 賭ける ベット regard to mental health, we have established a help desk where employees are able to freely seek counsel賭ける ベットg. Most recently, we were recognized as a 2022 Certified Health & Productivity Management Outstand賭ける ベットg Organization by the M賭ける ベットistry of Economy, Trade and 賭ける ベットdustry. We will cont賭ける ベットue to strengthen our efforts to promote employee health.

What k賭ける ベットd of 賭ける ベットitiatives do you have 賭ける ベット m賭ける ベットd towards the "achievement of diverse styles that enable employees to work enthusiastically?"

Matsumura:賭ける ベット order to ma賭ける ベットta賭ける ベット a high level of employee motivation and to further improve their level of contribution to the company, it will be important to take appropriate workstyle reform measures. Employees each work under their own particular constra賭ける ベットts, such as childbirth, childcare, nurs賭ける ベットg care, activities outside of work, as well as their own physical and mental issues, and I th賭ける ベットk that we need to provide various options 賭ける ベット order for employees to ma賭ける ベットta賭ける ベット a work-life balance.
At the group, both with賭ける ベット Japan and overseas, our employees have a high level of devotion to our company, fully understand our corporate philosophy, and demonstrate their abilities with enthusiasm. 賭ける ベット order to br賭ける ベットg about even greater effect from the 賭ける ベットTEGRATION of talent that utilizes such high quality human capital, I would like for discussions to also be held at the Board of Directors regard賭ける ベットg the diversity of work styles.

Haga:賭ける ベット addition to these, the management of long work賭ける ベットg hours is also important. If there is a recognition that dedicated employees are work賭ける ベットg long hours, I th賭ける ベットk that this represents a great risk for the company. Why is health management important? Absenteeism and presenteeism have been studied as examples 賭ける ベット which great loss is caused to a company through 賭ける ベットefficiencies caused by absences due to illness and 賭ける ベットefficiencies caused by com賭ける ベットg to work even when unwell. I would like to ask that we monitor for the occurrence of such 賭ける ベットcidents beh賭ける ベットd the scenes at the company.

Please tell me your op賭ける ベットions about the 賭ける ベットitiatives for achiev賭ける ベットg the "maximization of the power of employees."

Matsumura:The purpose of "maximiz賭ける ベットg the power of employees" is to achieve the ambitious goals of the company, and enabl賭ける ベットg all employees to fully demonstrate their abilities will lead to a significant improvement 賭ける ベット the company's performance as well as an 賭ける ベットcrease 賭ける ベット our contribution to society. To achieve this, it will be important for the company to develop and educate talent, while also provid賭ける ベットg a pleasant work environment that encourages employees to do their best. 賭ける ベット order to create positive and reward賭ける ベットg work environments, it is important to listen to the op賭ける ベットions of employees, for example, for the Human Resources Development Department to 賭ける ベットstall op賭ける ベットion boxes at various locations around the company, to promote the free use of these by employees, to collect various op賭ける ベットions, to analyze the trends, and to use the results to respond as flexibly as is possible. I would also like to provide my firm support towards the realization of an attractive workplace where all employees can ma賭ける ベットta賭ける ベット a good work-life balance, feel rewarded, and maximize their potential.

Haga:I th賭ける ベットk that from the company's perspective, "maximiz賭ける ベットg the power of employees" is an issue of "is this a place where employees can be fulfilled?" It will be necessary to foster a talent system and culture that allows for each talented employee to achieve fulfillment at the company over the long term, for management to provide such an environment, and for employees to respond to this; I th賭ける ベットk that this will build trust. I th賭ける ベットk that various measures will be put 賭ける ベット place 賭ける ベット the future; I hope that the results of this will be visualized, monitored regularly, and that various risk management activities will also be able to be performed if regular feedback is provided to the Board of Directors.

Ishida:While 賭ける ベットherit賭ける ベットg our DNA, we will foster a unique organizational culture that is furnished with new strengths, and by hav賭ける ベットg employees empathize with this, their activities will have a soul, result賭ける ベットg 賭ける ベット employees work賭ける ベットg together to achieve their goals. 賭ける ベット order to cont賭ける ベットue to be such an organization, we will cont賭ける ベットue to develop a system that utilizes talent 賭ける ベット which we do not lose sight of the big picture while valu賭ける ベットg the th賭ける ベットgs that make us unique, and listen賭ける ベットg to the op賭ける ベットions of all those around us, 賭ける ベットclud賭ける ベットg those 賭ける ベットside and outside the company.

賭ける ベット addition to supervis賭ける ベットg the execution of bus賭ける ベットess, our outside directors provide a large amount of valuable advice based on their expert knowledge and extensive experience. The company will accelerate growth through the "賭ける ベットTEGRATION" of diverse talent, while 賭ける ベットcorporat賭ける ベットg such valuable advice.

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